Workday Reviews

I use Workday for HR, specifically in human resources. We are using Workday starting from the recruitment module, time tracking, leaves, time-offs, and performance management. We also use it for probation evaluations. I create different processes with specific workflows, which helps me tremendously. The interface of Workday is superior. It is easy and clear. Everything is organized effectively. I enjoy using Workday extensively. This might be because it is my first system to work on.

I have not used the financial management component of Workday. I used only HR, starting from recruitment till resignations. Everything regarding the workflow, onboarding, and anything in between, such as leaves, I worked on it in the HR department.

I create different processes with specific workflows, which helps me tremendously. The interface of Workday is superior. It is easy and clear. Everything is organized effectively. I enjoy using Workday extensively. This might be because it is my first system to work on.

The system is easy to use.

There is something that could be improved in Workday, specifically in the time tracking module. While I am not working on Workday now, I was a regional HRIS working for Egypt, Malta, India, and China. I mention these countries to relate to high population countries and companies.

In our company, we use assigned work schedules for our teams. Because we work with the time tracking module, we need to assign shifts. In the manufacturing industry, we might need to change shifts every day or week. Manufacturing teams are huge, approximately 50 to 200 people in one team. If this team has one leader, the leader needs to assign a work schedule for each person individually.

While there is mass upload functionality where we can load shifts for all people or specific groups, we need to select multiple people and assign them to a schedule from the interface itself. I have requested this functionality many times. When extracting business processes awaiting actions report, I can select different processes in one box, hit okay, and the report comes up. However, the same functionality does not work for work schedule assigning. If implemented, it would help many people in companies with high populations and big teams.

I have been using Workday for two years.

The support team from Workday is perfect. That is why I feel the difference. If my first experience with a support team was scheduling meetings for two or three days after, I would feel it was normal practice. However, with Workday, I can pick up the phone, call them on Teams, and they answer immediately. I do not need to schedule with them a week in advance.

Once I send an email, there is a support team of five or six people; anyone replies and can join a call or meeting immediately. Regarding different time zones, they were in Chicago while I was in Egypt, creating an eight-hour difference. I pick my time accordingly. I cannot call them at 3:00 AM their time, but when I call them around 9:00 or 10:00 AM, they answer. They never leave me on hold or waiting for weeks.

Positive

I was a customer of Workday. We also had a third-party partner, Two Block.

I do not know about their pricing, but Workday is expensive. For small companies, it is costly. The constraint is that you cannot use Workday in Egypt unless you have a site in the Americas or Europe. For my ex-employer, it was easy because they were based in Chicago, with another headquarters in Malta. With my current employer, we are an Egyptian public company based in Egypt; we cannot purchase Workday because it requires us to have a branch or headquarters in the Americas or Europe.

I would recommend it to other people, specifically if they meet the criteria of Workday. Workday is perfect.

On a scale of one to ten, I rate Workday 8.5 out of 10.

Our main use case for Workday is unified human capital management, which means HCM. We use it as our single source of truth for the entire employee lifecycle from recruitment and onboarding to payroll, performance tracking and success planning.

We use Workday Business Process to automate high volume tasks. For example, when a manager initiates a job change in the system, Workday automatically routes the request for the compensation approval, updates the organization chart, and triggers a notification to IT for new equipment provisioning, all without manual emails.

Workday offers great features in that it functions as a Google for HR. You can type hire employee or a worker's name, and it takes you exactly where you need to go. These kinds of things are great features of Workday, and I would say that is the best thing I feel.

Whenever we need to search for an employee, even if we don't know them exactly, we can find out who they report to, their designation, and everything we need with this search functionality. This feature gives so much help to our day-to-day work and is a very helpful utility. If we don't know a person but need to get more information, these are the publicly available details we can simply search for without much effort, and that is great.

Workday has significantly improved our data integrity by moving away from disconnected spreadsheets and legacy systems. We now have real-time visibility into our global headcount and labor costs, which allows our leadership to make faster data-driven decisions.

Workday could improve its custom reporting for beginners. While it is very powerful, creating complex reports has a steep learning curve and often requires specified training.

The only reason it is not a 10 is that the initial implementation is a massive project that requires a lot of data cleanup and preparation tasks, but once you are live, the benefits are undeniable.

I have been using Workday for about four years to manage our global workforce data and streamline our financial reporting process.

The search bar is actually one of its best hidden features. You can type the hire employee or the name of the person you need to search for, and it takes you exactly where you need to go, saving a lot of time. I did not mention it as an improvement, but many things can be introduced with this feature, so I felt it was worth mentioning.

Since adopting Workday, we have reduced HR administrative processing time by 45%. We also saw a significant drop in payroll errors due to the direct integration between time tracking and the payroll engine.

For users looking into using Workday, I advise them to focus heavily on the foundational data model during the planning phase. If you get your cost center and organization level right at the start, the reporting you get out of the system later will be much more valuable.

I would rate this product a 9 out of 10.

I am into consulting where I suggest products for my clients.

I can tell you about my research on Workday. Upon my initial research, I found that Workday is something we might want to proceed with. I will be submitting my analytics to them and will see how it goes from there. They might want to connect with you based on my report.

I am knowledgeable about the Workday tool as I am there to get an overview of it.

I will be using Workday as a research analyst. The client is an organization of around 1500 people, operating in growing organizations within the retail sector.

What I appreciate best about Workday is the recruiting component. Recruiting has been a challenge for them according to what they told us. From the recruiting point of view, they are looking for solutions. They have a pool of candidates that in the past they might have neglected or did not have the requirement for that kind of talent. Now they are doing mass recruitment, and I think they will need those talent pools.

The tool is easy to use based on the videos I have seen. One of my friends works in Accenture, and they have been using their services. Accenture is a consulting firm and Workday is a partner of Accenture.

Comparing Workday to other products, I am taking a positive note about Workday and it is the first priority that I suggested compared to Oracle or other products.

Based on my experience and the requirement, I would give it an eight.

The ease of use is notable because seeing all the videos and demos, the user interface is quite simple to use. What I find most challenging is there are so many publications out there, and sometimes it becomes complicated with all those integrations and partnerships. There is so much information floating around Workday that it becomes overwhelming to digest all of it. However, going by the demo, I think it is quite simple to use.

I know a little bit about the initial setup, though not in great detail. I heard the integration and initial setup is not that heavy. Since the client is a mid-size organization with simple requirements, I think it would be easy to integrate. Though I do not know about the complex aspects, from what I can see, my client could definitely understand what they have to offer.

I suggest products for my clients and am familiar with Workday to get an overview of it. Oracle is the core extreme, and I know a bit about their products. Workday planning aligns with the client's requirements, and I will be sharing those key perspectives.

Workday will be part of my recommendation, and I will be communicating and sharing their numbers.

I am not currently using this product but I am exploring it for potential future use.

I do not know anything about the pricing as that is not part of my job. I am just there to make recommendations.

I would recommend this product to other people.

Regarding advice, I can only recommend things and share numbers based on my recommendation. Based on their internal study, if they are interested, they would contact you directly.

I have rated this solution 8 out of 10.

Workday has definitely been an easy-to-use solution for most of my clients' legacy systems. The solution is easy to use and provides great flexibility and security.

If you want to add more features to your subscription, Workday becomes expensive.

I have been using Workday for four years.

Workday has been quite a stable system for the past few years. The solution's performance is similar to that of other major systems like Google and Microsoft. On a very rare occasion, I once saw the solution being down for a few hours. Other than that, I haven't faced any issues with the solution's stability.

I rate the solution’s stability ten out of ten.

Along with all the flexibility and customization abilities Workday provides, it provides very good scalability. That's why we have seen clients from more than 30 countries are able to use Workday as their prime system, and they are quite happy with it.

Implementing the solution is generally not easy because it depends on our client's landscape. In the last one and a half years, Workday has started a new implementation approach called launch implementation. This approach allows you, as a client organization, to implement Workday in a shorter amount of time, given that you fulfill certain criteria. It depends on the number of subsidiaries and employees you have and their compensation structure.

If it's not too complex, Workday provides its clients with this new approach called launch, where they can quickly onboard with the Workday without many complex requirements. The general implementation for Fortune 500 companies is always complex.

If you go with the launch implementation approach, the solution is generally not very expensive. If you want to add more features to your subscription, Workday becomes expensive. The solution is flexible in terms of pricing.

In my last project, our client had a merger and acquisition and wanted to include the data of their acquired company in Workday. Since it used a different HCM system, we had to make all the data points that will now be included in the parent organization's Workday system uniform.

You have to first align both things. Suppose certain conditions cannot be mapped one-on-one with the parent organization's requirements. You can do it very easily by creating custom objects where you can add some country-specific fields.

Generally, Workday provides many solutions for the US market. For other regions, you often have to add many local entity-related requirements. The solution's customization capability and seamless integration with different systems make it a very strong system that can smoothly manage business processes across different systems.

Regarding the user interface, Workday is one of the nice-looking systems because it looks easier to use than other systems. Workday has been designed in a way that both technical and nontechnical users can use it.

If you want to dig further into the system and get something you want, you can do it. If you are an average end user who wants to use Workday for some limited things, you don't have to go through a lot of things to do it. You can do it very easily with the solution.

Overall, I rate the solution a nine out of ten.

I was in charge of HR operations at the time; I did operational things like approving documents, issuing them in the system, and also trying to recruit nicely. 

Sometimes, I also handle some pre-onboarding tasks, like collecting data or documents and approving parts of the onboarding process.

It really helped our team. Especially for me, I could feel that my workload as an HR operation manager was cut by 50%.

Since the data was very organized in Workday, it was convenient for me to see specific employee datasets. The advanced analytics features have become better over time.

Workday's integration capabilities with other systems benefited our work. We combined Workday with LinkedIn Learning. It worked well for the learning management part.

I like its UI and UX. When we were using Oracle or SAP, the UI/UX wasn't very user-friendly for my employees. Workday has a much better interface. Users can directly see the menu, click on what they need, and know what to do. I think that really helps my job as an HR operation manager.

So it's very user-friendly. That aligns with its focus on UX.

Workday does not support many Korean language features. So, it will be great if they have some development on the Korean language side – then it will be really powerful in our market.

So there should be development in the Korean language features.

I used it when I participated in the implementation projects. So, I have been using it for two years. 

Stability was better than other systems I've used. I would rate Workday's stability an eight out of ten. 

It is a very scalable product. For my branch, there are around 20 end users. They are HR specialists. 

In Korea, we didn't have dedicated IT personnel for HRIS [Human Resources Information System]. Support resources were in the headquarters or through a shared service located in China.

There aren't many Korean language features. Korean market was not a significant focus for Workday. So, the support wasn't as strong as it could be.

There is room for improvement in customer service and support. 

In Korea, we have more complexities in labor law, so the system logic is very different from the US or European countries. Workday needs more Korean experts who understand the kinds of things that are needed, specifically in Korea. That would be helpful.

Neutral

Every system was really hard to set up initially, but I think Workday was okay because it had a really user-friendly UI and UX. When we were implementing the system, we could directly see what we were doing with each feature. So, it was better than others.

I would rate my experience with the initial setup an eight out of ten, with ten being easy and one being difficult. 

The deployment took one and a half years but that was just the first phase. We needed to keep upgrading the system. So, the first phase established a good foundation, and almost everything was in place. So,  it was one and a half years.

It's very, very expensive. When I was in a startup company, we tried to adopt Workday. We called them and asked how much it would cost for our company. And the first answer from the salesperson was, "It's really expensive."

If you have enough money for the digital transformation of your HR system, Workday is one of the best ways to go. You don't need to do as much customization during implementation as other systems.

Workday is experienced and mature product. It is probably the number one company for HRIS [Human Resource Information System] right now. The experience is really helpful for a company's first HR transformation. And also, most of Workday's features are not just okay, but more than good.

Overall, I would rate the solution an eight out of ten. 

I feel there is a technology shift away from Oracle. I feel Workday is much more user-friendly. And moreover, it's codeless. Anyone can even learn it, like a layman can learn it in a day. It's not like other big things that we do.

We only work with SA partners who do the implementation for the company, and then we do testing. That is where my role ends.

I'm happy with what features Workday offers. But in particular, Core HCM is the best. It's not complicated.

Workday has financial products, but I don't use them. I work only in HCM.

Compared to Dynamics, I feel each company uses their own kind of requirements. They are customizing Workday. But I feel if Workday could give us industry-specific or vertical-specific solutions, it would be better. Like, one kind of software for airlines, one for manufacturing, one for utilities. That would be fine. It's a one-on-one product for one vertical rather than working with different verticals using different Workday customizations.

I have been using it for four years. 

No issues with the stability. It is stable in my experience. 

I would rat the scalability an eight out of ten. I feel Workday is mostly for medium and larger enterprises rather than small ones, because of the cost that Workday is charging.

The customer service and support respond late to the tickets, and we are not getting help on time. So it's taking some delays.

Neutral

We used Oracle. If you take Oracle, I think there's a lot of updates that need to be done compared to Workday because the application is even on-prem, but now Workday has already moved to the cloud. Compared to Workday Cloud, Oracle needs to work on the cost and user-friendliness.

I feel 80% of the application is simple, but the other 20% is complex. For example, the recalculation and other things are tricky. The time tracking is also some kind of calculation that's tricky. And then the advanced compensation—those are all somewhat tricky to handle.

For Workday, the deployment model is based on the customer's needs. So I've worked with different waterfall, I've worked on Agile. So it's all combined, a hybrid. Everything is there. Everything was there.

It is easy to integrate Workday with other IT solutions.

The licensing is medium priced. 

Overall, I would rate it an eight out of ten. I would recommend it to others.

I used Workday mainly for day-to-day operations, particularly on the functional side. In Africa, I played a central role during its implementation, training HR business partners on how to use it. After moving to Canada eight years ago, my first job here also involved Workday implementation.

The most helpful Workday features for our HR processes were in HCM, particularly in areas like talent, compensation, benefits, and learning.

One area that could be improved with Workday is the analytics side. Additionally, they could keep improving with AI.

I have been using Workday since 2011.

I would rate Workday's stability as an eight out of ten. Our global company values customization for each country's needs, and Workday has been good at accommodating these variations.

I would rate the scalability of Workday as an eight out of ten. We have approximately 15,000 end users of the solution at our company.

I would rate Workday's tech support as a nine out of ten. The community support, webinars, and office hours are really helpful when we have questions or need assistance. The strong community and willingness to help make it great for support.

Positive

Workday has positively impacted our return on investment by streamlining processes and providing access to valuable information. We continue to use Workday because we are satisfied with the product.

I would definitely recommend Workday to other organizations. I have been satisfied with it since using it in Africa and even sought out a Workday-related job when I moved to North America. It is becoming very stable and has a good reputation here.

HR management tools are evolving to include AI and become more agile. Workday stands out by regularly updating its services and listening to customer feedback through its community platform.

Overall, I would rate Workday as a nine out of ten.

I have a genuine fondness for this tool. It's user-friendly and has been immensely beneficial in creating a unified repository for all our work-related information. Whether it's vendor selection procedures or simplifying our lives through data analysis and comparisons, it undeniably adds substantial value to our work, aiding us in strategic decision-making.

In the process of obtaining representative sites in NaviNet, it assists us in facilitating decision-making and taking action.

It's challenging due to the frequent changes, but I believe most of these changes align with our company's evolving needs. Our organization is constantly changing, requiring new fields and information. Sometimes, when you access the platform, you'll encounter new mandatory fields. I'm confident that these changes are driven by our company's requests, rather than being under the control of the vendor provider. My only suggestion might be to include a brief description of any new fields we introduce, making it easier for people to use them. Perhaps this is something they can consider implementing. They can also include training whenever there is a new update.

I have been using Workday for the past three years.

It is stable. 

The support is excellent. 

 The initial setup is easy and I rate it a 10 out of 10.

I would say that it has indeed yielded a good return on investment. Of course, one thing I can share is that during our vendor selection process, a part of the criteria we consider is affordability. I may not have the exact figures regarding the price compared to their competitors, but I can confirm that our procurement process takes pricing into account. It's likely a reasonable price, perhaps not the lowest, but certainly a fair one.

Like any other software system, the initial setup is crucial, and it requires a degree of follow-up and monitoring in the early stages. However, it proves to be an effective and valuable solution in the end.

I would rate it a nine out of ten.

The primary use case of the solution is to manage our HR items, such as talent and learning, professional development, compensation, requesting time off, PTOs, and sick days.

The solution has improved our organization because it's much simpler to navigate. On the learning and talent side... I work for a bank, we have to do continuous compliance education, so we have to do a ton of different learning things. Our learning situation, our learning set up before was distributed, it was done in a bunch of silos. There was an initial landing page that took you to multiple different websites where you absorbed the content and then you confirmed or acknowledged that you've actually studied the content or you took a test. With this solution, it's really nice. All of the learning content is there. It's much easier to consume. I don't feel like I'm jumping around between different platforms.

The most valuable features of the solution are the usability, learning, and compliance tools.

The solution can be improved by speeding up the load time when pulling up information.

I have been using the solution for a couple of months.

The solution is stable but can be slow at times.

Our previous solution was developed specifically for the bank and it was not as clean or clear to use as this solution.

The initial setup was complex and data was lost during the implementation.

The implementation was done through a vendor.

I give the solution a nine out of ten if I put aside the mismanaged implementation.

During our implementation errors were made and we lost data that is no longer available to some users. In addition to the lost data, the solution is slow to pull up information and I am not sure if this is due to the botched implementation or if it is the solution itself.

My department is made up of 2,500 employees and we all use this solution.

Workday provides a number of offerings. I've seen it primarily being used for human capital management, which includes onboarding, the entire employee lifecycles from recruiting to offboarding, payroll, benefits, absence, and time tracking.

Unlike some of its competitors such as PeopleSoft, Oracle, or SAP, Workday is cloud-based. Workday is built natively in the cloud, and you're always on the most recent version. 

In terms of the cloud provider, they do have their own data centers. They've got one in Portland. They've got one in North Carolina, one in Dublin, Ireland, and maybe one or two at other places. I have heard that ultimately the underlying technology is AWS, but I'm not certain of that. 

Technically, it's a hybrid model. Their enterprise bus model is such that technically you share server resources with other customers. A lot of customers don't actually know that, but if we're all running a lot of integrations or doing a lot of data processing at once, it's possible that the server could be impacted, and whoever is providing the maintenance would have to then throttle and pull resources from somewhere else. However, most customers don't experience any type of real performance issues, and then from a security standpoint, even though they're shared server resources, everything is of course constrained to just that particular customer. No other customer could view a separate customer's data or things of that nature.

Based on the corporations I've worked for and I've consulted with, it surprised me how immature at times they are with their people processes. There is such a focus on scaling the revenue-generating arm of the business that oftentimes, the operations are somewhat neglected. Workday creates a framework where you can scale the operations of the business to support what's going to drive revenue. It creates operational efficiencies.

There is a lot to like about it. I really enjoy the business process framework. It's something that's really seamless. It allows you to have people within the flow. They get assigned a task to complete something to approve, etc. That's a really good piece of functionality that Workday offers. Their out-of-the-box reporting framework is also really powerful in terms of what it provides. These would be two things that I would highlight.

Workday does have a community site where people can go on and off for suggestions. They call them Brainstorms, and you can vote them up. That is something that they do well, but oftentimes, they seem to be racing to deliver something based on what a competitor is delivering. For example, if they hear SAP has this new functionality and learning that's going to be coming out, they prioritize there, which makes sense, but unfortunately, some of these Brainstorms may get neglected where the product might not be improved as quickly or as needed for the customers. You might be waiting for a year or two to get a feature that you'd like released. They should pay more attention to customer feedback and ensure that customer feedback is an essential part of their product roadmap.

I've been using Workday for about eight years.

Its stability is really strong. It is reliable.

With respect to scalability, Workday does quite well. It has a lot of packaged integrations. It has a lot of in-house offerings. It allows an organization to scale.

We have over 10,000 employees. We've got a variety of direct hires. We've got contractors, and we've got interns. We've got people in the States, Canada, various countries in Europe, India, China, and Australia. With respect to roles, most people in the organization aren't going to interact with Workday outside of their unique profile. It's going to be for things like requesting time off, checking pay stubs, or reviewing benefit documentation. By and large, they're rarely in the application. People who are using it day in and day out are going to be recruiters and potentially managers approving time offs and maybe issuing compensation changes if they're on a hiring team, and they're approving some type of award or things of that nature. Then, there are super users, which includes people like me who are on the technical side doing integrations, supporting, or configuring the native Workday functionality.

It is being used extensively in our organization. Workday is part of our long-term operational technology stack and plans. I definitely see that we'll continue to adopt it, and we'll continue to look at the ways we can extract value from it.

Overall, they do well. I'd rate them an eight out of ten.

I've used some competitor tools. Another tool in the space that tends to be more for small and medium enterprises is Kronos. That's the one where I cut my teeth initially. I switched to Workday because it was a job opportunity. I had taken a position and learned the technology, and that has been more or less my focus or bread and butter for the last eight years. My current company had already rolled out the technology to some extent, and when I was hired, we rolled out additional functionalities.

It is highly complex, and the level of complexity depends on what functionality you're rolling out. If you're rolling out payroll and converting from a legacy system, that's going to be complex. All in all, Workday does a good job to help you be successful, but nevertheless, it's still complex. 

It definitely takes months. A lot depends on the size of the organization. Workday has started to market towards smaller customers or organizations with under 500 employees, which is unique and something new for their business model. Typically, that wasn't their bread and butter. It has always been the medium enterprises or large enterprises. Their sales pitch is that they can stand those customers in 16 weeks. That generally tends to be more in the neighborhood of 20 weeks. If you're a big customer with over 5,000 employees or in the neighborhood of even 50,000 employees, it's not unreasonable that your deployment could take a year or more. Even with Oracle, SAP, or PeopleSoft, your deployment is going to be the same. There's just no way you're going to roll out all the change management and all that technology in a short amount of time. It just wouldn't be feasible.

You get the option to do it in-house, use a third party, or use Workday to help you out with the implementation. All three are available. In my experience, I've been a consultant and have gone through implementations with customers. I've also been a customer and gone through the implementation and leading that. Workday, of course, is very much involved in trying to ensure the success of the overall deployment.

The maintenance and the deployment of the solution are a part of my role. Maintenance is an area in which Workday is really strong because it is native to the cloud, and they keep all their customers on the same version. Workday goes through two big releases every year, and it also has weekly releases, which include just fixes and small features. The cool thing there is you're taking credit for new features being released, but you may not have been the one who was patching the server and things of that nature. That's a really strong suit of Workday. 

By and large, Workday is expensive. It is based on the headcount. I'd probably rate it a three or four out of five in terms of pricing. It'd be like buying a Mercedes or a high-end car. It's expensive, but there's a specific value that you're getting with additional features and things of that nature. Using that metaphor, Workday probably tends to be more of a luxury. There are others like ADP that can do your payroll, your time off, and other things, but they don't do it as well.

It is based on the headcount, and it is based on the number of modules you license. HCM is a module. Payroll is another module, and Benefits is also a module. Each module you choose is going to be an additional cost. In addition, you're also going to have costs associated with test environments. Workday, by default, is going to give you production and a sandbox environment with your license. They're also going to give you a preview environment of what's being released, but if you want additional test environments, there is a license cost.

You would require a really good partner. You would also require in-house expertise, specifically within the technology itself. You need to be able to go out and attract and bring in the talent to help you be successful. You need to understand that doing it really well is going to require more of an investment than what you're hearing in the sales. If you've got 2,000 employees, Workday may say that you could support this entire application with two or three people, but just in my experience, if you have a lot of modules licensed, it's probably not realistic. You're probably not going to extract the full value. You need to understand whether you are okay with not getting everything out of what you're paying for. If so, that's fine, but if you really want to get the bang for your buck, it's going to require an investment. 

You also need to understand that it's going to take time to implement. So, you need to manage expectations and understand what are other priorities in the organization and what the fiscal year looks like. Is it a standard calendar? If you're going through something that's going to impact financials, you're probably not going to want to roll out something really heavy on January 1st. You would want to have that in place prior to that.

Workday also has a financial piece that they offer in their technology stack that competes against Oracle. We don't currently use that, but it is a good piece of technology. They also have a learning management system that integrates directly with the other pieces of data.

Workday's model and what they really preach is this idea of the Power of One. So, they try to get everything within one environment. The sales pitch is that it is going to then reduce the number of other vendors or applications that you would have to have and integrate with, which holds true in some cases. It might not hold true in other cases depending on the needs of the business, budget, internal expertise, and things of that nature. It's just an overarching model that you see in tech where a lot of IT departments want to license the best in class and scale from there.

I'd rate it a nine out of ten. Overall, it delivers a really seamless solution that allows for operational efficiencies and operational excellence.